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The farms and cooperatives that are the subject of the present study are the basis of crop production. Traditionally, in the Stara Zagora region, cereal crops and oilseed crops are grown, which is conditioned by the favorable soil and climate conditions. The influence of labor, workforce and capital on the economic result of farms in the district has been analyzed. The dynamics of the indicators efficiency coefficient from the use of the factors equity capital and labor, measured by personnel costs, were monitored. The RESULTS of the analysis show that for producers who diversify their production, the economic result of production is more favorable.

Platform works are swiftly turning into a big, perhaps game-changing force in the labor market. From low-skilled, low-paid services (like passenger transport) to high-skilled, high-paying project-based labor (like developing artificial intelligence algorithms), digital platforms can handle a wide range of tasks. Our paper discusses the platform-based content, working conditions, employment status, and advocacy problems. Terminological and methodological problems are dealt with in-depth in the course of the literature review, together with the 'gray areas' of work and employment regulation. To examine some of the complex dynamics of this fast-evolving arena, we focus on the unsuccessful market entry of the digital platform company Uber in Hungary 2016 and the relationship to institutional-regulatory platform-based work standards. Dilemmas about the enforcement of labor law regarding platform-based work are also paid special attention to the study. Employing a digital workforce is a challenge not only for labor law regulation but also for stakeholder advocacy. [ABSTRACT FROM AUTHOR]

The aim of this constructive study was to develop model-based principles to provide guidance to managers and policy makers when making decisions about team size and composition in the context of home healthcare. Six model-based principles were developed based on extensive data analysis and in close interaction with practice. In particular, the principles involve insights in capacity planning, travel time, available effective capacity, contract types, and team manageability. The principles are formalized in terms of elementary mathematical models that capture the essence of decision-making. Numerical results based on real-life scenarios reveal that efficiency improves with team size, albeit more prominently for smaller teams due to diminishing returns. Moreover, it is demonstrated that the complexity of managing and coordinating a team becomes increasingly more difficult as team size grows. An estimate for travel time is provided given the size and territory of a team, as well as an upper bound for the fraction of full-time contracts, if split shifts are to be avoided. Overall, it can be concluded that an ideally sized team should serve (at least) around a few hundreds care hours per week. [ABSTRACT FROM AUTHOR]

The farms and cooperatives that are the subject of the present study are the basis of crop production. Traditionally, in the Stara Zagora region, cereal crops and oilseed crops are grown, which is conditioned by the favorable soil and climate conditions. The influence of labor, workforce and capital on the economic result of farms in the district has been analyzed. The dynamics of the indicators efficiency coefficient from the use of the factors equity capital and labor, measured by personnel costs, were monitored. The RESULTS of the analysis show that for producers who diversify their production, the economic result of production is more favorable. [ABSTRACT FROM AUTHOR]

Mental violence or bullying disturbed orchestra musicians more often than other work force members. Future research should focus on discovering the causes of mental violence or bullying in symphony orchestras by use of objective and clinically relevant measurements. Objective: Our cross-sectional epidemiological study compared the work-environment harms and job uncertainties of orchestral musicians to those of the general population and their impact on health, work, and quality of life. Methods: Musicians of all the Finnish domestic symphony orchestras and a population sample from the Finnish work force completed questionnaires, each group answering the same questions on their work environment and on health, ability to work, and quality of life. Results: Noise disturbed the musicians 8 and poor lighting 22 times as often as these problems disturbed the controls. Musicians experienced mental violence or bullying considerably more often than did controls, with an odds ratio (95% confidence interval) of 3.0 (2.0–4.7). Conclusions: Noise issues and poor lighting are well-known problems for orchestra musicians, but mental violence or bullying are less well known. Research should focus on such areas. [ABSTRACT FROM AUTHOR]

The aim of this constructive study was to develop model-based principles to provide guidance to managers and policy makers when making decisions about team size and composition in the context of home healthcare. Six model-based principles were developed based on extensive data analysis and in close interaction with practice. In particular, the principles involve insights in capacity planning, travel time, available effective capacity, contract types, and team manageability. The principles are formalized in terms of elementary mathematical models that capture the essence of decision-making. Numerical results based on real-life scenarios reveal that efficiency improves with team size, albeit more prominently for smaller teams due to diminishing returns. Moreover, it is demonstrated that the complexity of managing and coordinating a team becomes increasingly more difficult as team size grows. An estimate for travel time is provided given the size and territory of a team, as well as an upper bound for the fraction of full-time contracts, if split shifts are to be avoided. Overall, it can be concluded that an ideally sized team should serve (at least) around a few hundreds care hours per week.

Copyright of Kroatologija is the property of University of Zagreb, Centre for Croatian Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This Study investigates the Socio, economic and demographic conditions of Beedi workers with special reference to Melapalayam located in the banks of Tamirabarani river adjunct to Tirunelveli city, Tamil Nadu in Southern part of India. Melapalayam a densely populated area in Tirunelveli which predominantly occupied by Muslim neighborhoods in which most of the women engages in beedi rolling. India's Beedi workers is one of the unorganized vulnerable segment of labor force in rural areas consist majority of women faces very low wages than other industries. Tamil Nadu is one of the top producers in Beedi industry among the southern states. Lower compensation and Health hazards are the alarming issue in the Industry. Melapalayam is home to more than one hundred thousand populations with Muslim majority also holds hundreds of beedi workers from door to door. The study analyzed the contribution of beedi industry to the development in the area towards their education, health spending, social status and problems faced by the beedi workers. [ABSTRACT FROM AUTHOR]

This article takes on the task of exploring gig economy in its various forms and definitions, starting from its economic origins as a way to reduce transaction costs and overheads in firms making use of modern technology, and working up to some of its social consequences, such as the transforming of employees in just-in-time resources, fragmenting their labour and eroding their ability to organize and unionize in order to better defend their rights. Focussing on the influence platforms have on their users, be it in the role of workers or customers, it questions their far-reaching impacts on society and economy in terms of their positive, neutral or negative consequences for workers, as most of the literature agrees on the heavily skewed positive consequences for businesses. In order to make sense of existing research made on "giggers" this article tries to provide a scope of the gig economy using, which has been difficult to achieve as numerous researchers, institutions, and even states, define gig economy in different ways, with their data varying depending on definitions, dates, and methodological approaches. Finally, the article explores three distinct "selling points" of gig economy, namely: the possibility to generate (not always) steady income, the flexibility it offers to its users, and its consequences on workers' social and emotional state, putting into question their benefits for workers, for the profit of platforms and businesses.

Occupational structure is one of the important aspects of socio-economic development of a particular place. Occupational structure varies spatially which shows the distribution of economically active workforce among different occupations. In case of occupational structure one can see the variation in terms of male and female work participation rate in the society which depicts the participation of both the gender in economic activities. The present paper attempts to understand the spatial pattern of occupational structure along with male and work participation rate in Nagaon district with special emphases on its revenue circles for the year 2001 and 2011. The entire research work is based on secondary sources of data which include statistical handbook, Primary census abstract and census of India. [ABSTRACT FROM AUTHOR]

At global level, the impact of the COVID-19 pandemic displays a general character affecting both humans and economies, under the current post-Covid conditions. At present, it is obvious that the effects of the crisis (either negative or positive, direct or indirect, on medium- and long term) are not well known. Thus, little is known yet about multiple other coordinates: time, magnitude, reactions at sectorial or territorial level, etc. In this mixture of unknown we find the individual regarded from the social (demographic-social) and economic (labor force resources) perspective. However, a series of obvious effects are identified by which the sanitary crises impact on the lives of people - from the personal one to the professional one. These changes might be considered as development opportunities but, at the same time, they might lead to increased socio-economic territorial disparities. Looking ahead, the pandemic accelerated the ongoing digital transformation of the UE economy, with teleworking and the use of digital technology becoming more prominent. Taking into account the fact that diminishing territorial disparities remains the strategic objective of the current territorial Cohesion Policy, the present paper attempts to provide an updated image on the effects of the pandemic crisis at regional level and regarding the state/existing trends on the labor force market. This article is focusing on resilience of labor at European regional level. The results of the analysis indicated the potential and the importance of labor forces in the context of territorial resilience and post pandemic Covid crisis. [ABSTRACT FROM AUTHOR]

This paper aims to highlight aspects that led to the migration of Romanians to Italy, their number in the peninsula, and their distribution by geographical areas. Italy needs workers in almost all sectors of activity. Thus we find Romanians working in agriculture, construction, tourism, but also in the health system. From the statistical data published for the last 3 years, we notice that the number of Romanian residents is constantly growing, which shows us that Romanians are satisfied with the conditions they find in this destination country. We will highlight here that at this moment, in Italy we are talking about migration for the whole family. In this sense, we find families who have reorganized their lifestyles, adapting to everything that the host country has to offer. For most of them, these were very important and played a decisive role in the choice made. Thus, the health system, the education system, the social system, and not only are considered to be much better than those in Romania. Romania being part of the EU offers Romanian workers from other member countries and not only, the opportunity to benefit from capitalizing on the years they worked in another country, contributing to the public pension system. Thus, using the pro-rata principle, the years in which the taxpayer has completed a contribution period, regardless of the country, for the opening of pension rights are totaled, following that each country will grant a pension for the actual contributions to its budget. The Italian authorities have a social system ready to provide benefits to all residents so that they can continue their lifestyle acquired during work and retirement. We will make a short presentation of a program launched by the Italian state for its citizens and residents, which can be accessed from 01.02.2019 to 31.12.2020, Quota 100.

A hundred years after the Flexner report laid the foundation for modern medical education, a number of authors commemorated the occasion by commenting on how the medical education system had to change once more to serve 21st century patients. Experts called for standardized outcomes and individualized learner pathways, integration of material across traditional areas, attention to an environment of inquiry, and professional identity formation. The medical education community responded and much has been achieved in the last decade, but much work remains to be done. In this paper we outline how the American Medical Association Accelerating Change in Medical Education Consortium, launched in 2013 through significant funding of transformation projects in undergraduate medical education, expanded its work into graduate medical education, and we look to the future of innovation in medical education. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Psychology (UNLP) / Revista de Psicología (UNLP) is the property of Facultad de Psicologia Universidad Nacional de La Plata and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article takes on the task of exploring gig economy in its various forms and definitions, starting from its economic origins as a way to reduce transaction costs and overheads in firms making use of modern technology, and working up to some of its social consequences, such as the transforming of employees in just-in-time resources, fragmenting their labour and eroding their ability to organize and unionize in order to better defend their rights. Focussing on the influence platforms have on their users, be it in the role of workers or customers, it questions their far-reaching impacts on society and economy in terms of their positive, neutral or negative consequences for workers, as most of the literature agrees on the heavily skewed positive consequences for businesses. In order to make sense of existing research made on "giggers" this article tries to provide a scope of the gig economy using, which has been difficult to achieve as numerous researchers, institutions, and even states, define gig economy in different ways, with their data varying depending on definitions, dates, and methodological approaches. Finally, the article explores three distinct "selling points" of gig economy, namely: the possibility to generate (not always) steady income, the flexibility it offers to its users, and its consequences on workers' social and emotional state, putting into question their benefits for workers, for the profit of platforms and businesses. [ABSTRACT FROM AUTHOR]

Background: Nuclear medicine (NM) is a multidisciplinary field. Its overlap with nuclear radiology (NR) creates unique training considerations, opportunities, and challenges. Various factors impact the workforce, training needs, and training pathways. This state of flux may be perplexing to prospective NM/NR trainees.Purpose: To evaluate the state of NM/NR training by assessing the (1) workforce trends and job prospects for NM/NR trainees, (2) NM and NR training pathways, and (3) applicant-accessible online presence of training programs.Methods: Workforce trends were analyzed using data collected from the 2017 American College of Radiology Commission on Human Resources Workforce Survey. Information regarding the training pathways leading to board certification(s) for NM and NR physicians were obtained through the American Board of Nuclear Medicine, the American Board of Radiology (ABR), and the Society of Nuclear Medicine and Medical Imaging. Each Accreditation Council for Graduate Medical Education-accredited NM residency or NR fellowship training program's website was reviewed for 20 content items to assess its comprehensiveness for those seeking information regarding eligibility, applications, training curriculum, and program characteristics.Results: Number of hires for NM/NR physicians has exceeded the projected number of hires from 2014 to 2017. In the last decade, there has been a greater than 25% decrease in the combined number of traditional NM residencies and NR fellowships (79-58 programs) and a greater than 50% decrease in the combined number of NM and NR trainees (173-82 trainees). In 2017, the ABR redesigned its 16-month pathway leading to specialty certification in diagnostic radiology and subspecialty certification in NR. As of March 24, 2019, there are 36 diagnostic radiology or IR residency programs with 64 trainees participating in this redesigned NR pathway. Of the 93.1% (54/58) of traditional Accreditation Council for Graduate Medical Education-accredited NM and NR training programs having websites in the 2017-2018 academic year, the mean number of online criteria met per program was 7.74 ± 3.2 of 20 (38.7%).Conclusion: Recruitment into the traditional NM/NR training pathways has been steadily declining, but there has been a renewed interest with the redesigned ABR 16-month pathway. There is a paucity of online information available to prospective NM/NR applicants. In this rapidly evolving and unique field, it is important to streamline NM/NR training and bolster the information accessible to potential NM/NR applicants as they weigh career options. [ABSTRACT FROM AUTHOR]

The Clinical and Translational Science Award (CTSA) Workgroup for Comparative Effectiveness Research (CER) Education, Training, and Workforce Development identified a need to delineate the competencies that practitioners and users of CER for patient-centered outcomes research, should acquire. With input from CTSA representatives and collaborators, we began by describing the workforce. We recognize the workforce that conducts CER and the end users who use CER to improve the health of individuals and communities. We generated a preliminary set of competencies and solicited feedback from the CER representatives at each member site of the CTSA consortium. We distinguished applied competencies (i.e., skills needed by individuals who conduct CER) from foundational competencies that are needed by the entire CER workforce, including end users of CER. Key competency categories of relevance to both practitioners and users of CER were: (1) asking relevant research questions; (2) recognizing or designing ideal CER studies; (3) executing or using CER studies; (4) using appropriate statistical analyses for CER; and (5) communicating and disseminating CER study results to improve health. Although CER is particularly broad concept, we anticipate that these preliminary, relatively generic competencies will be used in tailoring curricula to individual learners from a variety of programmatic perspectives.

Abstract Background In 2013 vocational rehabilitation programmes (VRP) were given official and legal approval under Danish law to assist occupationally marginalized citizens in gaining general life skills, building their work ability, and increasing their chances of entering the work force. The project’s aim is to develop a detailed understanding of the health, psychosocial and work circumstances of participating citizens, and of the important processes and mechanisms underlying the potential effects of participating in the VRP. Methods This study uses an exploratory mixed methods approach with sequential use of quantitative and qualitative methods. Participants are citizens assigned to an individually tailored VRP in the municipality of Sonderborg, Denmark. The quantitative part of the study consists of a longitudinal survey in which participants complete questionnaires at baseline and at follow-up one year later. Variables include demographic and personal characteristics, the latter ascertained through validated questionnaires on well-being, physical activity, interpersonal problems, general health, work ability, kinesiophobia, self-efficacy, depression and anxiety. The qualitative part of the study consists of semi-structured interviews and observations that explore experiences related to VRP. Participants will be recruited and data collected from questionnaires, interviews and observations in the period February 2016 – March 2018. Discussion This research will assemble a unique corpus of knowledge about the characteristics, experiences and outcomes of occupationally marginalized citizens participating in a VRP. It will identify potential enablers and barriers to a successful outcome, and ultimately this knowledge will help inform the future design of individually tailored VRP’s. Trial registration ClinicalTrials.gov Identifier: NCT02641704, date of registration December 29, 2015.

The article is dedicated to the prospects of development of tourism sphere as one of factors of regulation of a state and conditions of regional labour markets. The clause broaches a point of connection perspective and a role of the tourism sphere and a state of regional labour market in processes of ensuring sustainable development of the region, that in long terms creates prerequisites to increase in level of economic security of the region, decrease in social tension and realization of opportunities of purposeful regulation of human recourses use in the region.

As diverse racial and ethnic minority populations continue to grow in the United States, the racial and ethnic diversity of the genetics workforce has remained virtually unchanged over the past 50 years. This is especially true in the genetic counseling profession where 90% of genetic counselors in the most recent Professional Status Survey reported as White. In order to improve access to genetic services and education for minority families, it is important to increase the availability of minority genetic healthcare providers. The Health Resources and Services Administration funded Western States Regional Genetics Network has created a Minority Genetic Professionals Network (MGPN) to recruit and mentor high school and undergraduate students to enter genetic professions such as genetic counseling. The MGPN has also expanded to provide support, education, and mentor matching for current practicing genetic counselors and genetic counseling students. This Network is an initial step towards developing a more diverse genetics workforce to meet the needs of diverse families in the United States. [ABSTRACT FROM AUTHOR]

The crisis caused by the COVID 19 virus has affected both the economic environment and the daily lives of all citizens. Despite the restrictions imposed by the pandemic, some companies have understood to continue their activity, to train their staff, to inform their suppliers and customers. The main problems faced by organizations, in addition to those inherent in the decrease in turnover, lack of liquidity, were those related to staff. Digitization has been accelerated in all environments and areas of activity. For a good development of the activity in the remote working system, the managers were put in the situation to redefine their management, orientation and control. The change was not only related to the use of new technology and remote work, but also to the transition in a time of crisis, dominated by panic and concern for citizens for their own safety and health. The purpose of this article is not limited to an analysis of the literature, but presents certain aspects from which we can learn lessons for finding and applying the right solutions in practice, especially for managers who face the challenges of coordinating remote teams. One of the important challenges that managers face in leading remote teams is communication. Communicating unclear, incomplete or ambiguous messages is very risky, and the effects can be disastrous. Crisis communication must have a single source of presentation of the truth, it must be clear, simple and humane. The essential element of distance communication refers to being very accurate. [ABSTRACT FROM AUTHOR]

International migration of work force is presently a high amplitude phenomenon. Romanian people have emigrated for work around the world, being engaged both in the physically hardest jobs and in activities that require completion of specialized courses and certification in a particular field. This last category includes social workers who, following schooling and certification and even having a minimal experience in the home country, apply for jobs in the field of social assistance. These recruiters aim to distribute social workers at the workplace of interest, according to certain well-defined criteria. In the present paper we describe international migration of work force, and we illustrate it by adding case studies of life experience of social workers who underwent the process of emigration to the United Kingdom. Throughout the emigration process, these workers experienced certain changes in their life principles, mentality, values, and were marked by professional dilemmas in extreme situations.

The World War I (WWI) caused the major disturbance in the economic life of Bosnia and Herzegovina. Special difficulties to the economy were created by the militarization of certain number of enterprises, mobilization of the workforce population, as well as the unscrupulous requisition. Besides the above mentioned, the economy coped with transportation difficulties, a number of taxation levies, losses of business connections, lack of loans, etc. Consequences o fall of that were the downsizing and lull of the production in the economic branches which did not operate for the military needs, which in turn resulted not only in war destruction and devastation, but also in major economical losses.

Copyright of Türkiye Adalet Akademisi Dergisi is the property of Justice Academy of Turkey and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Introduction: Operative case volumes for military surgeons are reported to be significantly lower than civilian counterparts. Among the concern that this raises is an inability of military surgeons to achieve mastery of their craft.Material and Methods: Annual surgical case reports were obtained from seven Army military treatment facilities (MTF) for 2012-2016. Operative case volume and cumulative operative time were calculated for active duty general surgeons and for individual MTFs. Subgroup analyses were also performed based upon rank. Results were extrapolated to calculate the amount of time it would take to reach a cumulative of 10,000 hours of operative time (the a priori definition for achieving mastery).Results: One hundred and two active duty general surgeons operated at the seven MTFs during the study period and met the inclusion criteria. The average surgeon performed 108 ± 68 cases/year. The average surgeon operated 122 ± 82 hours/year. At this rate, it would take over 80 years to reach mastery of surgery. When stratified based upon rank, Majors averaged 113 ± 75 hours/year, Lieutenant Colonels averaged 170 ± 100 hours/year, and Colonels averaged 136 ± 101 hours/year (p < 0.05). When stratified based upon individual MTF, surgeons at the busiest facility averaged 187 ± 103 hours/year and those at the least busy facility averaged 85 ± 56 hours/year (p < 0.05).Conclusions: Obtaining mastery of general surgery is a nearly impossible proposition given the current care models at Army MTFs. Alternative staffing and patient care models should be developed if Army surgeons are to be masters at their craft. [ABSTRACT FROM AUTHOR]

This study is centered on the employees of the Pharmaceutical Industry, Jaipur to review their competencies in their work place. The assessment is mainly focused on the competencies of sales employees on several issues such as communication, technical, Personality, knowledge about products and services, adaptability, commitment, initiation and selling skills. This study would help the organization to segregate the efficient from the inefficient among working force and to take appropriate corrective measures to upgrade their performance at a work place. [ABSTRACT FROM AUTHOR]